I am looking to hire my first member of staff, but the kind of person I need is invariably with a large company. I can’t really compete on salary and a few candidates I’ve spoken to don’t like the uncertainty of a new company, especially in the wake of the GFC. What can I do to persuade someone to make the transition from large corporate to a fast-growth start-up?
As an entrepreneur you have drive and passion and this can be infectious. My advice is to use this as a lever to attract talent.
Share your vision clearly and show the direction you are planning. Now to clinch the deal I challenge you to be as innovative with your management practices as you are with your business.
Large corporates might offer attractive terms but you have an ace up your sleeve. You can offer “flexibility”.
Large corporates are slow to move and even though the Fair Work Act has recently introduced Flexible Work Practices not many are willing to shift their old paradigm.
You on the other hand can be nimble and innovative.
The Fair work Act allows for employees to request the opportunity to work flexibly if they have young children. Why be so restricted? You can offer flexibility that suits both your business needs and the employee.
It’s a powerful lure in today’s economy. So, where a large corporate might be compliant you can go further.
Flexibility is sought after by many, so if you can offer employees a different arrangement it may well be the advantage you are looking for.
Combined with the excitement of a start-up this can act as a tonic for employees emerging from the GFC and stuck in a rut.
My research has shown that the economy is in “suppression’, not recession or depression. Many employees of large corporates have “disengaged” and are ready to move once the opportunity arises and the economy perks up.
They will seek a new way of thinking and be attracted to someone who can offer a new world of work. This is your chance. Seize the day!
